I’m among those who do not manage that cr-p well. I'm trying to stay out of it, but you can not avoid it affecting you in some way. Most people in my team are exceptionally dedicated to backstabbing, offloading work to others, making people fall for the mistakes of others, and taking credit for somebody else’s work. The manager is using the dynamics to their benefit. I don't want to get involved, but I also don't want to be on the receiving end.
16 replies (most recent on top)
I work with a manager who will tell you to write you grievences and submit to her for records yet she still hasnt done a darned thing about it. Why ask me for do if you arent going to do anything about managers in this company are a freaking joke! She even takes her side. I requested they come with me but she said no. Ive had a manager blab medical and just regular convsations to my co workers. She couldnt even comment ANYTHING on my milestone anniversary. Crazy. #messedupworkplaceandcoworkers!
Well go buy one of those chemical hazard suits and wear it into the office or your next Teams call. But I have to guess you work in Mon Kerrins or Chinten’s team. This sounds like their MO .
Sounds like you work in Middle Market Banking covering West Coast Technology companies under KC and RA.
Where I work in Wells Fargo I don't see this sort of thing. Good luck.
OP, are we on the same team?? lol
Can't really add more. The culture of toxic "bullying" is prevalent at Wells. This is how you get ahead here at WF. One way of surviving and remaining ethical is to create your bully boundary.
Now some can use physical things to create this boundary -- like using voodoo dolls like @dth. I prefer knowledge.
Not surprisingly WF is the poster child as a place emphasizing a workplace bullying culture.
A warning to managers trying to get a job outside of WF.
Psychological safety, workplace abuse, cyberbullying, and bullying are all concepts taught in management schools. "The Fearless Organization" is required in most courses. In this book, WF is not painted in a very good light. So be prepared.
Oh ... and to Mr Super-achiever and Documentor at @1pun.. I've been where you are (year 8-9). Please don't burn yourself out.
Welcome to Wells. If you look around, most managers have made it to where they are by doing all of these things. Wells consistently rewards people who do all of these things too, which only reinforces the behavior. Nice people get nowhere but if you just want to collect a paycheck and get out then do what’s required if you and keep your head down. If you want to get promoted or ahead, roll up your sleeves, get used to not always being liked, figure out which people to avoid and which ones to brown nose and have very thick skin. Upper management doesn’t care about morale so trust me, they think the “healthy tension” is a good thing so that tells you everything you need to know right there. Plan accordingly.
fluoxetine
Only have 1 peer, and zero drama. All the drama I experience here is horse S that flows down from low level executive hacks that are trying to appear the Shart and SP types.
Sounds like you are in Risk. I watch that team from the sides and they are brutal to each other. No matter Get out, there are better places
I dream of exacting bad things on management.
Udinate and generate ammonia at buckyurd
You can be the best at whatever you are tasked with doing and more, but when once you transcend being “junior” it is 100% politics. The accommodations WF makes in the spirit of DEI lowers the bar for the population that crawls out of the junior tier and then encourages promotion/retention based on everything but ability. I’m 10 years in and can say it’s been the most destructive/anti competitive force I’ve ever witnessed (in CIB).
My take:
I couldn't care less about backstabbers since my work speaks for itself, and the people who matter know it. I've left quite the wake of rivals who burned themselves by underestimating my capability.
They want to give me their work? Fine. My numbers go up, and they look like a lazy @$$ while the rest of the team gets angry at them. All the while, I look like I'm here holding isht down, like I am. All you have to do is manage the expectations of the parties waiting on the workload due to the shifts in volume. Everyone knows that everybody is getting dumped on and pushed to the limit, nobody should lose it if you ask them to give you a slight bit more time. If they do, it's their issue, not yours, you're working at the pace that allows you to produce quality work, efficiently.
Trust nobody, if you get handed work to help you, double-check it. It doesn't matter if it's malice, ignorance, apathy, or a geological event, people fail. Never trust their work unless they've earned that trust. At the best, you've wasted a few minutes checking that you're not getting set up, at the worst you're redoing the whole thing that you'd have done anyways.
Don't give them the opportunity to take credit. Speak up in meetings, state your progress and what you've done. Email proof by cc'ing the people who matter. It serves two purposes, you're keeping them in the loop, and you're cutting any "I did that" BS right the f on out.
WRT the manager and their angle on it all, that's on you to know your manager and figure out how you want to play it.
Document everything. Start looking for a new job
I find voodoo dolls to work well when relieving the toxicity and converting it into pain for the receiving party.